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What Does Pregnancy Discrimination Look Like? Read Examples of Pregnancy Discrimination in California Workplace pregnancy discrimination is both unlawful and frequent. In our experience, there are seven typical situations where we typically see this happen. Keep reading to learn some of those common examples. Then contact PLBH at (800) 435-7542 if you believe you have been the victim of pregnancy discrimination.

Refusing to hire you because of your pregnancy

Refusing to hire someone because she is expecting a child or has family plans is discriminatory. You can still experience discrimination even if you are not yet a member of the workforce. Any employer who rejects or refuses to accept a candidate due to their sex is engaging in a prohibited employment practice under Title VII of the federal Civil Rights Act of 1964.

Refusing to make a fair accommodation

If your employer fails to provide you with a reasonable accommodation for any physical or mental conditions relating to your pregnancy, this might also constitute pregnancy discrimination. However, these modifications are not necessary if your pregnancy is not the cause of a disability.

Fire you

Employment discrimination also includes letting you go because you’re pregnant. Because it is motivated by sexism, it also qualifies as wrongful termination. Employees cannot be fired due to their membership in a protected class under either state or federal law.

Bullying you

Pregnancy discrimination may occur if your workplace makes you feel uncomfortable because you are pregnant. However, a single or insignificant comment is insufficient. A hostile work environment must be produced by the harassment.

Not giving you space or time to pump breast milk

If your company does not give you a space to pump breast milk both during and after your pregnancy, it might also be considered discriminatory. This anti-discrimination rule does not, however, apply to all employers.

The Fair Labor Standards Act (FLSA), the most well-known federal employment regulation, was modified by the federal Affordable Care Act (ACA). For pregnant workers who had to pump breast milk throughout and after their pregnancies, the ACA extended protections. The law gives you the following a place to pump milk privately and a lactation break.

The law, however, only applies to companies with 50 or more employees. If offering these breastfeeding safeguards would put an undue burden on the business, your employer, who employs fewer than 50 people, is not required to do so. Many states offer more comprehensive safeguards for lactating workers, including California.

If you have been the victim of one or more of the above examples of pregnancy discrimination, or a type not listed, contact PLBH at (800) 435-7542 for a free legal consultation.